Christmas parties can ‘blur the lines’ between employment and social gatherings – below are some tips to assist you:

1. Make sure that you have clear written workplace policies in place that cover bullying, sexual harassment and the consumption of alcohol, and ensure your employees are familiar with those policies.

2. Before your Christmas party, remind your employees of the standards of behaviour expected of them when attending work-related functions, and make it clear exactly when the rules of workplace behaviour will apply when you are out of your usual workplace, or outside of normal working hours.

3. Try and arrange for one or more employees to have the job of monitoring employee behaviour during the party.

4. Serve alcohol responsibly – in particular, avoid the ‘help yourself’ method of service – and provide plenty of food and water.

5. Ensure that intoxicated employees are promptly cut off from the bar.

6. Provide for clear ‘start’ and ‘finish’ times for work-related festivities – if it is held at your workplace, ensure that people vacate the premises at the end of the function.

7. Provide a safe means of transport home from work-related functions, especially in the case of employees who are intoxicated or otherwise vulnerable.

Taking these steps will show you took reasonable precautions to prevent any misconduct and reduce the likelihood that you will be held vicariously liable for inappropriate behaviour.